LO1: Explain the impact of the role of HRM in creating sustainable organisational performance and contributing to business success.
LO2: Assess the contribution of HRM in recruiting and retaining talent and skills to achieve business Objectives.
LO3: Examine how external and internal factors can affect HRM decision making in relation to organisational development
n your role of Human Resources officer, one of your goals is to address the issues of staff turnover, skills shortage and hard-to-fill vacancies in the organisation. You have been asked by your line manager to undertake a critical review of HR practices and processes in order to produce a strategy for successfully strengthening the organisation’s talent management strategy.
The priority objective is to improve recruitment , employee engagement , motivation, and to grow internal talent. You will be reviewing internal HRM practices and processes, with a focus on recruitment and selection, and external influences on HRM practices, in order to determine HR solutions for strengthening the organisation’s talent management strategy.
a) Explain and compare different HRM functions (e.g. resourcing, employee relations, organisational development and design, learning and development) and their contribution to ‘Perfect Pharma Solutions’ given its current problems.
b) Review the effects to creating sustainable performance in a changing nature of the modern business environment.
c) an examination of strategic HRM in relation to the changing effects on organisations and review the impact of relevant legislation including data protection.
d) Review and evaluate the recruitment and retention process from the available labour markets to achieve business objectives.
e) Critical evaluate the strengths and weaknesses of HRM to creating sustainable performance.
f) Carry out an investigation into the internal and external factors that influence HRM decisions in the organisation.
g) Discuss and evaluate these factors and how they support organisational development. Provide examples illustrating how they support the changing environment.
The report will conclude with a plan that shows the steps that need to be taken to successfully strengthen the organisation’s talent management strategy.
‘Perfect Pharma Solutions’, an upcoming pharmaceutical events company is an organisation expanding rapidly in East London, providing bespoke events and meetings across the UK.
The business consists of a sales, finance, marketing and human resources departments. There is also a small team of staff who specialise in graphic design for the organisation`s website. The owner of the business has profound knowledge and experience within the pharmaceutical industry, however, has no experience of employing an ever-increasing workforce. As the organisation has grown, staff turnover has increased. The business requires committed employees to ensure that the company is successful and sustainable, and that it achieves its business objectives through strong performance.
As a Human Resource Officer, it is your job to understand HRM practices and to provide information accurately and timely to the appropriate stakeholders. Your typical duties involve:
- Liaising with a range of people involved in policy areas such as staff performance
- Recruiting staff, which involves developing job descriptions and person specification, preparing job adverts, checking application forms, shortlisting, interviewing and selecting candidates.
- making sure that prospective staff have the right to work at the organisation
- developing and implementing policies on issues such as working conditions, performance management, equal opportunities, disciplinary procedures and absence management
- preparing staff handbooks
advising on pay and other remuneration issues, including promotion and benefits preparing management reports on employee-related data on a monthly basis.
ARMSTRONG, M. and TAYLOR, S. (2020) Armstrong’s Handbook of Human Resource
Management Practice. 15th Ed. London: Kogan Page.
BRATTON, J. and GOLD, J. (2017) Human Resource Management: Theory and Practice.
6th Ed. Basingstoke: Palgrave.
TORRINGTON, D. et al. (2018) Human Resource Management. 10th Ed. London: Pearson.
LEATHERBARROW, C. and FLETCHER, J. (2018) Introduction to Human Resource
Management. 4th Ed. Kogan Page
LO4: Apply HRM practices in a work-related context for improving sustainable organisational performance
- Articulating and effectively explaining information.
- Communication and listening, including ability to produce a clear, structured person specification
Conceptual and critical thinking, analysis, synthesis, and evaluation.
Your manager has put you into a project group tasked with creating an interactive and engaging training session on recruitment and retention in the organisation to support the continuous professional development. The training session is for managers taking part in the recruitment and selection of potential employees.
Prepare and deliver a training session to your colleagues illustrating the HRM practices within the workplace.
The training should cover the strengths and weaknesses of HRM practices, with recommendations of how the practices illustrated can improve sustainable organizational performance.
● Recruitment and selection process and documentation
a) Create a post vacancy to fill a gap
b) Design and place job advertisements
c) Produce a minimum of two job descriptions and person specifications (competence and task based)
d) Produce the shortlisting criteria with qualities and attributes relevant to the person specification
The training session needs to be interactive and must include short activities to engage the participants. For example, the session could include the use of role play, or a scenario.
At the end of the session to enable participants to provide feedback.
Review all documents to determine the strengths and weaknesses of HRM practices to make recommendations for improving sustainable organisational performance.